I remember lost a little bit of my first leadership.
I was a fresh manager of the marketing agency, and I supposed to “be responsible” meant to give tasks and re-equip solidly on the workflow.
It took me a long time to realize that my team members did not bloom in that style.
They delivered the results, confident, but there was tension in the office. No one really had investments in projects.
I began to observe the leaders of my admiration and an example arose a simple day.
They did not bark orders, and they certainly micrower.
They guided, listen and strengthen.
That idea put me in a way to see the guidance in a completely new light.
In this post I want to share seven actions I’ve seen the real leaders are hugging.
If you have ever experienced a stuck leading position, or even in the situations of everyday life where you guide others, consider these approaches.
1. They hear deep
In the early days of my career, I focused on spoken ideas to set goals to explain strategies.
But I learned that strong leaders actually spend more time.
They occupy a place to talk about people and spread concerns, ideas or even disappointments.
When I first tried this approach, I shocked how creativity and innovation were published.
The team members who rarely have suddenly disguised, and people who were calmly disappointed were opened.
This not only validates a person’s experience, but also helps you understand what really happens.
With my experience, a leader who really listens to earning confidence and stimulates the feeling of belonging.
2. They are more powerful than microman
Once I had a boss that would check my progress every hour, leaving me feeling that I was under the microscope.
Such control killed my motivation.
So I didn’t take an oath to never leave that way.
Instead, I learned that empowering is a real secret sauce.
As Ronald Reagan said:
This means that giving people’s resources and autonomy, then back down to allow them to go up.
When you trust someone, you say them. “I believe in your chances.”
There is a wonderful line between offering and interfering in each decision.
Great leaders find that balance to make them available without hovering.
They can say: “Here is the purpose, here’s your budget, and here is the schedule.
Defining clear goals, then leaving aside, you ignite people in people to get the property of their work.
And the property leads to a higher involvement, a better problem solving and accountability culture.
3. They encourage cooperation
Have you ever noticed that the best results often come from a group cerebral storm where no person has full control?
This is because more effective leaders together bring people to knowledge, debate ideas and build each other on strengths.
When I started integrating a regular team of Huddles-Where, where everyone could have voice views or improvements.
Cooperation allows collective wisdom. After all, you can know a lot, but you will never know everything.
The drawing of different prospects expands the horizon for innovative solutions.
In fact, Harvard business review He even published an article that suggests that the various teams tend to solve more creative and better problems.
Leaders who promote cooperation are creating an environment where individuals feel comfortable tall ideas, no question is very small.
4. They communicate with transparency
Many leaders fall into the trap of information on the trap, thinking that it will take things to keep the things simple or energy.
In fact, privacy often causes distrust.
When I was leading the small creative team, I learned that open communication was a necessity.
People want to know the direction of the company on the horizon any challenge, and why decisions are made.
Transparency is not about every little detail on everyone’s desk. It’s about telling the word what is important in an honest manner.
If budgets are strong, and the project should scale, the transparent leader will explain the situation, discuss the options with the team, then the next steps will be discussed.
Being unhealthy, you earn respect and loyalty, and you also design the way out of the group.
5. They accept mistakes and learn from them
One of my biggest mistakes in my lead, which included a massive brand project with a schedule that was very short.
When we were inevitably, the knee-stunning reaction, pushing my team harder, but it only led to burning and tense relationships.
After all, I took a step, I belonged to the fact that I underestimated the scope and conversation with the reopy team to find a working solution.
Making mistakes does not mean punishing guilt or fingers.
It means recognizing what has been wrong and using these ideas to do better next time.
Simon Sinek He once noted that the leaders who make their mistakes set the tone for honest dialogue and continuous improvement.
If the leader can say:
No progress does not happen without casual temptation, and leaders who admissively admit are people who trust the most.
6. They inspire property rights through the delegation
The delegation was a tough lesson for me.
I often thought I could just make more trouble myself and I didn’t want to overload anyone.
But effective leaders realize that the delegation does not deal with the unloading of the work. It is about providing trust in your team’s capabilities.
When someone is responsible for one part of the project, they are proud of that responsibility.
This sense of ownership leads to professional growth and promotional growth.
I have seen the new leaders delay delayed from fear.
They worry that the case will not be done “right.”
Right here are communication and trust.
When you order, outline the main goals, highlight important terms and make sure that the person knows there if they need guidance.
Then let them take the sails.
It can feel cowardly to release control, but repayment is huge people who walk in the ways and the team is generally stronger.
7. They appreciate people’s positions
The key moment of my journey occurred when I realized that every individual of my team was more than just job title.
They had unique stories, ambitions and talents.
The best leaders take time to know about these personal drivers.
They ask questions, they show real interest, and they remember small details that are important to humans.
When people feel who are those who are, not only what they can produce, they are more excited and faithful.
Research Shows that the feeling seen in the workplace can lead to higher engagement and emotional well-being.
Focusing on the small victory of the celebration of the human side, fighting by recognizing the struggle and individual points. You create a team environment where people feel support.
And the support environment is the basis of real success.
Conclusion
I have learned that it will be less likely to order the leader and more about creating conditions where everyone can prosper.
It doesn’t matter if you manage the corporate team, a group of volunteers, or even friends just lead to a common project.
These principles are universal.
Their hug has redesigned at work and I believe they can do the same for you.
The next time you are going to take responsibility. Whether at home or office. Ask yourself.
Because that simple shift makes all the difference.